General information about GRU job listings
General information about GRU job listings
- Minimum salary information - There may be a
minimum salary or a salary range listed for each position on the
vacancy list. Hiring salary offers will not be lower than the
posted minimum rate for the position. Actual salary offers are
dependent upon the candidates qualifications, existing GRU
policies, and the availability of funds for that department. The
Classification, Compensation and Employment recruitment staff
will work with the hiring departments to determine the
appropriate rate of pay. Individuals with considerable skills and
experience beyond the minimum hiring standard may be hired at a
rate higher than the minimum, if departmental resources and
internal equity considerations permit. For further
information, please see:
Hiring Standards Definition and the Guidelines for Determining
- Position Information - It is recommended that
you maintain a record of the position(s) that you have applied
for. Once submitted, applications, resumes, work samples,
etc...may become a part of Human Resources files and may not be
retrieved for the applicant. We also recommend that you
keep a copy of any job listing that you are applying for.
- Position Updates - Once a position is removed from the job posting, applications are no longer accepted. For some positions there can be a long delay between the time a job is posted, removed from posting and the time it is filled. If a hiring department wishes to interview you for a position, they will contact you directly. Please do not contact the hiring managers directly regarding the status of your application. If you are interviewed but not selected for a position, the hiring departments may contact you, but this is a courtesy rather than a requirement. Response letters will be sent to all applicants, either via email or US mail, once a candidate has been chosen for the position.
- Employment Eligibility - ALL employees must initiate the federal Form I-9, U.S. Department of Justice, between their first and no later than their third day of employment. Employees are required to complete the upper portion of this form, in the presence of a representative from the Division of Human Resources with the Georgia Health Sciences University. Current proof of identity, proof of eligibility to work in the United States, and the employees actual Social Security Card are also required, at that time, for verification and tax purposes.
- Please be advised of the following University System of
Georgia policy with regard to applicants:
University System of Georgia, Business Procedures Manual, Volume 3A
Disqualification of Persons Selected for Employment (Candidates) (January 9, 1991)
A candidate will be disqualified for employment for any of the following reasons:
a. Conviction of a criminal drug offense shall disqualify a candidate for not less than two
years. Any candidate who has been convicted of a second or subsequent criminal drug
offense shall be ineligible for employment or re-employment for a period of five years from
the most recent date of conviction.
b. Any false statement of material fact in the application.
c. The candidate is or has been a member of an organization advocating the violent overthrow
of the government of the United States.
d. The candidate has been convicted of a felony or a crime involving moral turpitude, unless
the applicant has been pardoned.
- Testing: When applicable - Human Resources does
not review applications and resumes for testing requirements
during the application process. Some hiring departments will
request that applicants be tested and may use the test results as
an internal measure for competition. It is the responsibility of
the applicant to be prepared to take any of the required tests
requested by the department. If you are unable to take the
required tests during the time frame which the hiring department
has requested, it is possible that you may not be considered for
the position. The tests are administered in Human Resources by a
member of the Classification, Compensation, and Recruitment
- The Application Process:
- Applications from candidates that meet the minimum
requirements for education and experience for the position that
they applied for are forwarded to the hiring department.
- The hiring manager/department reviews applications.
- A representative from the hiring department contacts
selected candidates for an interview.
- After all interviews have concluded, the hiring department
provides Human Resources with the name(s) of the candidate(s)
of interest and all supporting documentation.
- A member of the Human Resources Staff will extend an offer
of employment to the final candidate.
- Response letters will be sent, via email or US mail to all applicants at the conclusion of the search.
- Applications from candidates that meet the minimum requirements for education and experience for the position that they applied for are forwarded to the hiring department.
- The Ingersoll Rand Foundation donated $120,000 to the Family YMCA of Greater Augusta and Children’s Hospital of Georgia for the renovation of Camp Lakeside.
- Georgia Regents University’s student retention and graduation rates are on the rise, according to a recent report from the University System of Georgia.
- Dr. Caryl Hess has been named Director of Leadership Development for Georgia Regents University. She will assume her new role on December 1.